OB Teambuilding

A planned intervention meant to build self-awareness and camaraderie among team members with the help of a trained facilitator.

– teambuilding encourages team members to examine how they work together, identify their weaknesses and develop more effective ways of coping

teams are not always necessary

process loss
– resources spent towards team development and maintenance rather than the task
– more apparent when members are added/replaced

social loafing

Signals to look out for:
– interpersonal conflict among team
– interpersonal conflict between team and leader
– low team morale
– low team cohesiveness
– confusion or disagreement about roles within the team
– large influx of new members
– diagreement over team’s purpose and tasks
– negative climate within the team, evidenced by criticism and bickering
– stagnation within the team (members resisting change & new ideas)

1. Identification of a problem
2. collection of relevant data
3. data feedback and confrontation
4. problem-solving experience
5. on the job application and follow up

problem 1: team members unaware of team’s purpose
problem 2: team members disagree about team’s purpose
– teambuilding focus: to clarify purpose, goals and priorities of the team

team is confused about its fit within the larger organisation

– teambuilding focus: nature of the organisation’s culture, its strategic directions

Team members are confused about work relationships between people and tasks

– teambuilding focus: define and clarify job functions and work flows. Revisit authority relationship.

workplace is dominated by interpersonal conflict

– teambuilding focus : explore issues of respect and trust, promote listening skills and enhance understanding of interpersonal styles

– clear objectives
– commitment from team members
– inclusiveness
– ability to identify strengths and weaknesses

1. consultation skills
2. interpersonal skills
3. research skills
4. presentation skills
5. process consultation
6. feedback

– diagnosing issues
– conducting negotiations
– designing programs for change

– trust building
– coaching
– listening

– planning and conducting a study
– evaluation of results

– public speaking
– report presentation

– a set of activities that help others focus on what is currently happening around them
– “holds a mirror” to help team members see themselves in action
– to observe, question and confront through use of facilitating behaviour.

– observing team meetings
– probing and questioning
– confronting individuals if necessary
– encouraging open communications
– stimulating problem solving
– preventing disruptive behaviours
– attending to nonverbal cues
– ensuring wide contributions
– encouraging learning

– examine roles
– identify problems
– examine behaviour consequences
– react constructively to events
– explore new alternatives
– thinks and act independently
– develop cohesiveness

the feedback from teambuilding activities enable team members to better understand how they are seen by others and to take self-correcting actions

1. opportunity to learn about and understand one another better
2. camaraderie generated during fun teambuilding games and activities
3. improved understanding and goodwill enable colleagues to work better together
4. participants are able to acquire the 7 qualities of effective team members.

1. open-mindedness
2. emotional stability
3. accountability
4. problem-solving strategies
5. communication skills
6. conflict resolution skills
7. trust.

1. greater understanding among employees working together
2. allows better cooperation among employees
3. better cooperation among employees means better teamwork and hence higher team productivity.
4. higher productivity for teams translates to better performance for the entire organisation
5. less conflicts and stress for workers from misunderstandings and poor cooperation